Practices Training Methodologies amp Risk Management Tool Kit with both Retroactive and Prospective Effect HR Products amp Services Catalogue Executive Summary A No Frills Distillation of Vendors Marketing Collateral ID: 389806
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Employment Practices Training Methodologies & Risk Management Tool Kit with both Retroactive and Prospective Effect
HR
Products & Services
Catalogue Executive Summary
A No Frills Distillation of Vendor’s Marketing Collateral
Thomas A Ference
President & CEO
Human Resources Mining & Distribution Co
Locating, Validating and Accelerating HR Innovation
Office: 219-662-0201
Cell: 630-240-2583
Fax: 219-661-0236
e-mail:
tference@hrmdco.com
Website:
www.hrmdco.comSlide2
Employment Practices Training MethodologiesTraditional employment practices training focuses on what cannot be done resulting in paralyzing HR operating environment
A
comprehensive and practical training program
for
learning employee relations techniques necessary to avoid legal challenges
Solid
foundation in employment law, includes real-life case studies, highly tailored participant manual & scripted responses based upon each specific situation
Replaces
“Compliance Strategy” with an “Action Strategy” by focusing on “What you can do” instead of “What you can’t do”
Prevents
both past and future events from being used to support future legal claims by providing specific skills and tactics that show good judgment
Stabilizes
and fosters positive employee
relations
HRCI
certified program and /or manager/supervisor certificate programSlide3
Curriculum OverviewEMPLOYEE RELATIONS e.g. Impact of Litigation, Strategies, Tactics BALANCING EMPLOYEE AND EMPLOYER RIGHTSMAINTAINING A HARMONIOUS WORKING ENVIRONMENT
e.g
.
R
equirements, Active Enforcement
SELECTION
, INTERVIEWING AND
HIRING
e.g
. Selection Criteria, Recruitment and Interviewing
COACHING
AND
COUNSELING
e.g
. Performance
M
anagement, Corrective
A
ction , Discharge
HIGH
RISK
SITUATIONS
e.g. Reasonable Accommodations Requests, Drug and Alcohol Abuse Slide4
Two Client Case StudiesBackground -All supervisors and managers were trained in positive employee relations practice with programs tailored to each company policies, practices, cultureCase#1- Mid-sized employer started program with $1.5 million of employment related claims outstanding and 2 years later had no claimsCase#2
- Large sized employer focused on primarily on interview skills and reduced previous hiring liabilities that previously had cost $2.5 million
Results
- Going forward both companies revised their employee relations skills and reduced their legal liabilities in this area